Tesco India Bengaluru, Karnataka, India Hybrid Full-Time Állandó Munkaidő 45 Jelentkezési határidő 20-Augusztus-2026
A munkakörről
Lead Designer — Engagement Platforms, Rewards & Partner Ecosystems
The role
Lead Designers on Engagement Platforms, Rewards & Partner Ecosystems combine craft leadership with
people leadership. You will own the design of the supplier-facing and platform layer of one of Tesco's most
commercially significant domains — the partner ecosystems, orchestration platforms and engagement
mechanics that make personalisation, rewards and gamification possible at scale — while managing and
developing a small team of designers who deliver it.
Based in India within Tesco Technology, you will report into senior design leadership and partner across a
distributed organisation. What this team builds determines what the wider ecosystem can do: the
configurations, mechanics and journey placements available here set the shape of the campaigns and
promotions customers eventually see. The customer-facing surfaces are designed by teams under
separate Design Managers in Loyalty and beyond, which makes working across that boundary a core part
of the role rather than an occasional requirement.
The role
Lead Designers on Engagement Platforms, Rewards & Partner Ecosystems combine craft leadership with
people leadership. You will own the design of the supplier-facing and platform layer of one of Tesco's most
commercially significant domains — the partner ecosystems, orchestration platforms and engagement
mechanics that make personalisation, rewards and gamification possible at scale — while managing and
developing a small team of designers who deliver it.
Based in India within Tesco Technology, you will report into senior design leadership and partner across a
distributed organisation. What this team builds determines what the wider ecosystem can do: the
configurations, mechanics and journey placements available here set the shape of the campaigns and
promotions customers eventually see. The customer-facing surfaces are designed by teams under
separate Design Managers in Loyalty and beyond, which makes working across that boundary a core part
of the role rather than an occasional requirement.
Hogyan válhat ez a hasznodra?
At Tesco, we are committed to providing the best for you.
As a result, our colleagues enjoy a unique, differentiated, market- competitive reward package, based on the current industry practices, for all the work they put into serving our customers, communities and planet a little better every day.
Our Tesco Rewards framework consists of pillars - Fixed Pay, Incentives, and Benefits.
Total Rewards offered at Tesco is determined by four principles -simple, fair, competitive, and sustainable.
Salary - Your fixed pay is the guaranteed pay as per your contract of employment.
Leave & Time-off - Colleagues are entitled to 30 days of leave (18 days of Earned Leave, 12 days of Casual/Sick Leave) and 10 national and festival holidays, as per the company’s policy.
Making Retirement Tension-FreeSalary - In addition to Statutory retirement beneets, Tesco enables colleagues to participate in voluntary programmes like NPS and VPF.
Health is Wealth - Tesco promotes programmes that support a culture of health and wellness including insurance for colleagues and their family. Our medical insurance provides coverage for dependents including parents or in-laws.
Mental Wellbeing - We offer mental health support through self-help tools, community groups, ally networks, face-to-face counselling, and more for both colleagues and dependents.
Financial Wellbeing - Through our financial literacy partner, we offer one-to-one financial coaching at discounted rates, as well as salary advances on earned wages upon request.
Save As You Earn (SAYE) - Our SAYE programme allows colleagues to transition from being employees to Tesco shareholders through a structured 3-year savings plan.
Physical Wellbeing - Our green campus promotes physical wellbeing with facilities that include a cricket pitch, football field, badminton and volleyball courts, along with indoor games, encouraging a healthier lifestyle.
Felelősségeid
Craft leadership
Owning the design of Tesco's supplier and partner experiences end to end — onboarding, integration,
affiliate operations, funding and incentive management, and commercial self-service — so partners
can participate in the engagement ecosystem at scale without manual intervention.
Owning the design of the orchestration platforms that power engagement: campaign orchestration,
audience management, reward and incentive configuration, performance measurement, workflow
automation and AI-assisted operational tooling. Used daily by commercial, CRM, marketing, operations
and product teams. Gemini, Tesco's internal Engagement Operating System, is the current platform at
the centre of this.
Owning how engagement constructs are modelled and combined — missions, challenges, milestones,
progress, incentive mechanics. These are not neutral settings. The options this team creates
determine what campaigns can look like, what customer behaviour they are capable of driving, and
where in the journey they land. Design decisions made here propagate into the customer experience
whether or not they are made deliberately.
Shaping, with suppliers and commercial teams, what a given campaign or promotion is actually
intended to do — the behavioural objective, the mechanic that serves it, the moment in the journey it
belongs to — rather than executing configuration requests as specified.
Working with the Design Manager for customer-facing Loyalty and design leads across connected
domains so campaigns and promotions stay coherent with the wider customer experience and with the
missions customers are already in. Coherence is a shared obligation and this team sits upstream of it:
what is configurable here sets the ceiling on what those teams can make feel joined-up.
Running critiques and design reviews, setting the craft bar for complex operator and partner-facing
tooling, and partnering with Product, Commercial and Engineering leadership to translate engagement
strategy into platform capability.
Owning the design of Tesco's supplier and partner experiences end to end — onboarding, integration,
affiliate operations, funding and incentive management, and commercial self-service — so partners
can participate in the engagement ecosystem at scale without manual intervention.
Owning the design of the orchestration platforms that power engagement: campaign orchestration,
audience management, reward and incentive configuration, performance measurement, workflow
automation and AI-assisted operational tooling. Used daily by commercial, CRM, marketing, operations
and product teams. Gemini, Tesco's internal Engagement Operating System, is the current platform at
the centre of this.
Owning how engagement constructs are modelled and combined — missions, challenges, milestones,
progress, incentive mechanics. These are not neutral settings. The options this team creates
determine what campaigns can look like, what customer behaviour they are capable of driving, and
where in the journey they land. Design decisions made here propagate into the customer experience
whether or not they are made deliberately.
Shaping, with suppliers and commercial teams, what a given campaign or promotion is actually
intended to do — the behavioural objective, the mechanic that serves it, the moment in the journey it
belongs to — rather than executing configuration requests as specified.
Working with the Design Manager for customer-facing Loyalty and design leads across connected
domains so campaigns and promotions stay coherent with the wider customer experience and with the
missions customers are already in. Coherence is a shared obligation and this team sits upstream of it:
what is configurable here sets the ceiling on what those teams can make feel joined-up.
Running critiques and design reviews, setting the craft bar for complex operator and partner-facing
tooling, and partnering with Product, Commercial and Engineering leadership to translate engagement
strategy into platform capability.
Amire szükséged lesz
Managing and developing a small team of designers — running meaningful 1:1s, owning performance
reviews, and holding honest career-development conversations.
Creating the conditions for high-quality work: identifying stretch opportunities, supporting designers
through ambiguity and delivery pressure, and monitoring workload, delivery health and team morale.
Leading inclusive, structured hiring that raises the quality bar as the domain grows.
What we are looking for
Deep experience designing complex digital product ecosystems, with real depth in internal platforms,
operator tooling or partner-facing products.
Behavioural and journey judgement alongside that platform depth. This role decides what customer
engagement a configuration is capable of producing, so systems thinking without customer reasoning
is not enough — and neither is the reverse.
Strong grounding in one or more of: personalisation, loyalty and rewards, gamification and behaviour
change, or partner and marketplace ecosystems.
A track record of people leadership — developing designers rather than directing work — with enough
craft depth to give credible feedback on UX and interaction design.
Proven ability to work across ownership boundaries: aligning with teams who own adjacent surfaces
without duplicating their work or ceding direction on your own.
Confidence influencing senior product, commercial and engineering partners, and creating clarity in a
large distributed organisation.
What success looks like
Suppliers and internal teams able to launch, fund and optimise engagement activity at scale with
minimal manual intervention.
Campaigns arriving in the customer experience already coherent — right mechanic, right moment,
fitting the missions customers are already in — because the configuration layer made the coherent
option the easy one.
Customer-facing design, product and commercial partners treating this team as a partner in shaping
engagement, not a configuration service.
Designers in your team visibly growing in capability, confidence and independence.
reviews, and holding honest career-development conversations.
Creating the conditions for high-quality work: identifying stretch opportunities, supporting designers
through ambiguity and delivery pressure, and monitoring workload, delivery health and team morale.
Leading inclusive, structured hiring that raises the quality bar as the domain grows.
What we are looking for
Deep experience designing complex digital product ecosystems, with real depth in internal platforms,
operator tooling or partner-facing products.
Behavioural and journey judgement alongside that platform depth. This role decides what customer
engagement a configuration is capable of producing, so systems thinking without customer reasoning
is not enough — and neither is the reverse.
Strong grounding in one or more of: personalisation, loyalty and rewards, gamification and behaviour
change, or partner and marketplace ecosystems.
A track record of people leadership — developing designers rather than directing work — with enough
craft depth to give credible feedback on UX and interaction design.
Proven ability to work across ownership boundaries: aligning with teams who own adjacent surfaces
without duplicating their work or ceding direction on your own.
Confidence influencing senior product, commercial and engineering partners, and creating clarity in a
large distributed organisation.
What success looks like
Suppliers and internal teams able to launch, fund and optimise engagement activity at scale with
minimal manual intervention.
Campaigns arriving in the customer experience already coherent — right mechanic, right moment,
fitting the missions customers are already in — because the configuration layer made the coherent
option the easy one.
Customer-facing design, product and commercial partners treating this team as a partner in shaping
engagement, not a configuration service.
Designers in your team visibly growing in capability, confidence and independence.
Rólunk
At Tesco, inclusion is at the heart of everything we do. We believe in treating everyone fairly and with respect, valuing individuality and uniqueness to create a true sense of belonging. Diversity and inclusion are deeply embedded in our values—we treat people how they want to be treated. Our goal is for all colleagues to feel they can be themselves at work, and we are committed to helping them thrive. Across the Tesco group, we are building an inclusive workplace that actively celebrates the cultures, personalities, and preferences of our colleagues, who in turn contribute to the success of our business and reflect the diversity of the communities we serve.
At Tesco Bengaluru, we are proud to be a Disability Confident Committed Employer, highlighting our commitment to creating a supportive environment for individuals with disabilities. We are dedicated to offering equal opportunities for all candidates and encourage applicants with disabilities to apply. Our recruitment process is fully accessible, and we are happy to provide reasonable adjustments during interviews. If you need any accommodations to participate in the recruitment process, please let us know. We are here to ensure that everyone has the chance to succeed.
We also believe in fostering a work environment where you can excel both professionally and personally. Our hybrid model allows you to work flexibly—spend 60% of your week collaborating in person with colleagues at our office locations or local sites, and the rest of the time working remotely. We understand that everyone’s life journey is unique, whether you are starting your career, pursuing passions, or navigating life changes, and we are here to support you. Flexibility is a core part of our culture, and we encourage open conversations about how we can best accommodate your needs, so talk to us throughout your application process on the support required.